Telus announced in February 2025 that it was offering voluntary severance packages to approximately 700 employees nationwide, including management staff, as part of an ongoing corporate restructuring. The job reductions impacted departments such as network operations, engineering, outside plant construction, and business solutions teams. Many affected employees were based in major cities, including Toronto, Montreal, Calgary, and Vancouver (GlobeNewswire).
While Telus framed the layoffs as voluntary, affected managers should be aware of their severance rights and ensure they receive fair compensation.
Severance Packages for Telus Managers
Unlike unionized employees, who have collective agreements dictating termination rights, non-unionized managers must negotiate severance independently. It is critical for managers to understand their rights and seek legal advice before signing any severance agreement.
Under Canadian employment law, severance pay for non-unionized employees is determined by multiple factors, including:
- Length of service – Managers with longer tenure are typically entitled to higher severance compensation.
- Age – Older employees often receive more severance, recognizing the challenges they may face in securing comparable employment.
- Position and responsibilities – Senior managers are generally entitled to more substantial severance packages due to their specialized skill sets and limited job market opportunities.
- Availability of comparable employment – If similar positions are scarce, severance should be higher to reflect the difficulty of re-employment.
Severance packages offered by employers often start lower than what employees are legally entitled to. Consulting with an employment lawyer before signing any agreement ensures that managers receive fair compensation.
Potential Issues with Layoff Notices
Managers affected by Telus’s layoffs should carefully review their termination documentation for potential issues, such as:
- Inadequate notice periods – If Telus has not provided appropriate notice or pay in lieu of notice, the severance package may not be legally compliant.
- Improper classification of layoffs – Some layoffs may be labeled as ‘voluntary’ or ‘temporary,’ despite functioning as permanent terminations requiring full severance pay.
- Severance offers below legal entitlements – Employers often provide initial severance offers that may not fully reflect an employee’s rights under Canadian employment law.
Wrongful Dismissal and Telus Layoffs
If a manager’s termination was not handled properly, they may have grounds for a wrongful dismissal claim. Common issues that could lead to such a claim include:
- Being denied fair severance pay based on tenure, age, and role.
- Being pressured to accept an unfair severance package.
- Experiencing termination that appears discriminatory or retaliatory.
A successful wrongful dismissal claim can lead to additional compensation beyond what was initially offered.
How Monkhouse Law Can Help
At Monkhouse Law, we specialize in employment law and have extensive experience assisting managers affected by layoffs. We provide:
- A free 30-minute phone consultation to assess your severance package.
- Negotiation services to help secure fair compensation.
- Representation in wrongful dismissal claims if your termination was not handled lawfully.
If you are a Telus manager affected by the recent layoffs, contact Monkhouse Law today to ensure you receive the severance pay you are legally entitled to.
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